In Sweden, about 90% of employees are subject to collective agreements and 83% in the private sector (2017).   Collective agreements generally contain minimum wage provisions. Sweden does not have legislation on minimum wages or legislation extending collective agreements to disorganised employers. Unseated employers can sign replacement agreements directly with unions, but many do not. The Swedish model of self-regulation applies only to jobs and workers covered by collective agreements.  A collective agreement is a written contract between an employer and a union representing the workers. The KBA is the result of a broad negotiation process between the parties on issues such as wages, hours and terms of employment. National laws continue to govern collective agreements and make collective agreements enforceable by the state. They can also provide guidelines for employers and workers who are not covered by the LNRA, such as agricultural labour.B.
The United States recognizes collective agreements   Collective bargaining refers to the process of bargaining between an employer and a union of workers to establish an agreement governing the terms of employment of workers. Arbitration is a method of dispute resolution that is used as an alternative to litigation. Collective agreements between employers and workers generally refer to it as a means of resolving disputes. The parties choose a neutral third party (an arbitrator) to hold a formal or informal hearing on disagreements. The arbitrator then makes a binding decision for the parties. Federal and national law regulate the practice of arbitration. While the federal arbitration law does not apply to employment contracts, federal courts are increasingly applying the law in labour disputes. 18 states have passed the Uniform Arbitration Act (2000) as a state law. Thus, the arbitration agreement and the arbitrator`s decision may be enforceable under national and federal law. In Epic Systems Corp. Lewis, 584 U.S.
(2018), the Supreme Court upheld arbitration agreements that prevented employees from pursuing work-related claims on a collective or class basis. The Tribunal found that the Arbitration Act (9 U.C No. 2, 3, 4) requires it, which „requires the courts to enforce arbitration agreements, including the terms of arbitration that the parties choose.“ The result of collective bargaining is a collective agreement. Collective bargaining is governed by federal and regional laws, administrative authorities and judicial decisions. It is important to note that after the conclusion of a KBA, both the employer and the union are required to respect this agreement. Therefore, an employer should retain the assistance of a lawyer before participating in collective bargaining. The Act is now enshrined in the Trade Union and Labour Relations (Consolidation) Act 1992 p.179, which provides that collective agreements are definitively considered non-binding in the United Kingdom. This presumption can be rebutted if the agreement is written and includes an express provision that it should be legally enforceable. More information about collective bargaining can be found in this article on the Florida Police Review, this article on the Nova Southeastern University Law Review, and this article about the Boston College Law Review. Although the collective agreement itself is not applicable, many of the negotiated terms relate to wages, conditions, leave, pensions, etc.